Check back here through today, October 13, as I will be live blogging as much of Pipeline as I can. Check here to register for the live webcast.
Schedule (all times Central):
What is leadership? (from Leadership Code)
Perhaps you’ve heard, “Leadership is leadership.” If you can lead in one place you can lead in another place.
Is that really true? How much is truly transferrable?
If you are a great manager at Starbucks, what percnetage of that would cause you to be a good high school principal.
“As much as 70% of leadership is transferrable to one domain or discipline or context to another.” Dave Ulrich, University of Michigan
If you train people well in your ministry context, you are also training them to impact all the spheres of life. If we are training leaders with transferrable abilities, we are not only training leaders for the church, but for the world.
A strategist is a person who maps out the ministry or organization.
People struggle most with developing human capital development, ie, developing people for the future.
3 Things For your Ministry and Heart to be a Human Capital Developer
Many have learned to develop in ministry without developing other people.
Joshua did not seem to have a conviction for developing others as Moses had.
You cannot delegate “Here’s who we are.” If you want a culture of leadership development in your context, you must constantly be reminding people, “Here’s who we are.”
You must teach a clear sense of mission. We view leadership development as part of discipleship.
Jethro told Moses there were certain things he could not delegate.
Moses had to own selecting and placing people in the needed roles.
How much do we value competence and character? These are discussions on church staffs. How do we choose between character and competence? In the above passage, the qualifications are 3-of-4 character over competence.
2 Timothy 2:2
A leadership pipeline recognizes where people are, where they need to be, and how to get them there.
When you lighten your load you last longer in ministry. When you lighten your load the people go home satisfied.
Living for ego-strokes crushes human capital development.
The systems you have in place can help you drive culture.
Barnabas Piper, Eric Geiger, Todd Adkins
What are the best ways to audit a church’s convictions, culture, and constructs.
Convictions: The ministry leadership team has to believe in Ephesians 4. Are we developing others?
Culture: Listen to the stories and heroes. Who’s been celebrated? What stories do we tell?
Constructs: When’s the last time we actually looked at the leadership pipeline? Do we talk about it? Have we tracked anyone through it?
Adkins: When you provide clarity to leaders, leaders will respond.
Eric, can you share how you’ve led a church into a new culture.
Yes, Christ Fellowship, Miami. We had a culture where we did develop leaders and gave ministry to people.
Find the values in the church where you actually are?
Eric, can you talk about the difference between teaching and vision casting from Exodus 18?
Instruct as vision casting (here’s who we are) and teaching (here’s what we do).
Jesus founded the church to be a leadership pipeline.
Pipeline is a new metaphor, and is a radical idea. There is core code in the concept of what Jesus wanted the church to be.
How do you communicate a pipeline vision when we are drawn to platforms?
The church has practically abandoned the pipeline vision of Jesus. We have traded the pipeline of Jesus for the platform of cultural Christianity.
We are kept from our goal not by obstacles, but by a clear path to a lesser goal. We have substituted this platform kind of vision as a lesser goal.
The sights of the Great Commission are pretty high.
Our greatest trend is that our most committed people are coming to church less and less.
Luke 6:1, Jesus chooses from among hundreds of disciples 12 who will be “leadership disciples.”
Luke 8:1, Jesus is doing the ministry. He’s doing all the heavy lifting, but the disciples are with him.
Luke 9:1, Jesus sends out the twelve.
Luke 10:1, Jesus sends out 72.
Jesus is developing people, not building platforms.
Leadership isn’t about me and it’s not for me. It isn’t about our success, our praise, or our future. It’s for others.
If leadership is all about other people, then leadership requires collaboration.
Leadership is sacred work. It’s sacred because it calls us to lead others to use their gifts for the glory of God. Leadership is influence, the ability to change someone.
The more leadership influence we have the more interdependent we must become.
Collaboration is not an event; it’s a culture you create and help steward.
Collaboration: to work with one another, to cooperate. Ecclesiastes 4:9; Psalm 133:1.
Two Foundations to Collaboration
Do not let selfishness or pride be your guide. Be humble and give more honor to others than to yourselves.
If we rush to strategy and tactics we will lose the foundation that humility and honor produce.
Keys to Collaboration
Question: Keys to men and women working together?
We have to stay with the vision of doing God’s work together. We don’t need to make things awkward as brothers and sisters in Christ. We have to do what it takes to complete the mission.
The environment of change
Many of our leaders are not trained in change management.
It used to be in our churches and communities you could reach the cultural Christians. That environment has changed. You don’t have to go to church to be accepted in the community.
The types of people we need to reach now are not the types of people who are thinking, “I need to be a part of a local congregation.”
The resistance to change
This typically comes internally rather than externally. Churches have more internally inflicted wounds than outwardly.
Resistance comes from the Deniers (“We are fine. Everything is fine.”)
Resistance comes from the Entitled (they view their donations as country club dues).
Resistance comes from the Blamers (if we only had a new pastor, children’s minister, elders, things would be good).
Resistance comes from the Critics (those who are against the change for whatever reason).
Resistances comes from the Confused (they don’t really understand why things are changing).
The resolution for change
Phases of change: ABC
Awareness (we cannot continue doing things the way we are doing them)
Belief (a faith belief. We serve the King of kings and Lord of lords and He can do whatever He desires to change our churches.)
Crisis (when you lead change there will be some kind of crisis.)
Practical steps for change
Stop and pray
Confront and communicate a sense of urgency
Build an eager coalition
Become a voice and vision for hope
Deal with the people issue
Begin to move from an inward focus to an outward focus
Find low hanging fruit to get early victories
Start all over again